Well-Known Member

So two questions. First are your supervisors specifically supervisor role or working supervisor role? If they are supposed to be working as well then there might potentially be a valid complaint of too much phone usage. Second question. Were there any customers around when this guy made his comment? If not, honestly it's well within his free speech to make a comment, unless your handbook has a clause about vulgar and/or offensive language while in company uniform or on job locations.

Keep in mind I'm not knocking what you did. Your show. Run it how you want. These are just a couple of things that immediately popped into my head

It caught me off guard too, but he kept talking which gave me time to think and so I replied, "Once it comes out of your mouth it's no longer said to yourself", "If you want to say something to yourself keep it in your head and your argument is not valid"

So two questions. First are your supervisors specifically supervisor role or working supervisor role? If they are supposed to be working as well then there might potentially be a valid complaint of too much phone usage. Second question. Were there any customers around when this guy made his comment? If not, honestly it's well within his free speech to make a comment, unless your handbook has a clause about vulgar and/or offensive language while in company uniform or on job locations.

Keep in mind I'm not knocking what you did. Your show. Run it how you want. These are just a couple of things that immediately popped into my head

Working supervisor. I admit to being slightly bias as she's been with me for 7 years and I trust that the phone isn't being abused. He's worked for not quite a year and takes 3 breaks within 3 hours of work (not in my handbook) and has taken 22 days off both sick and personal. Dumb me didn't address personal time in handbook.

No customers around when this happens. Handbook states:

"Sexual harassment to fellow employees, management, and any civilians who are at the job site will not be tolerated on any level. This includes, but not limits, verbal or physical abuse, threats, or suggestive behavior, as well as any form of either of those actions through technology including, but not limited to, sexually themed photographs or videos, constant attempt of contact that is unwanted, and threats."

It also has a clause stating that supervisors, managers, owners are allowed to use phones and all others only in case of emergency or work related issues.

Well-Known Member

I would not want an employee that was capable of missing 22 days in year. Probably not that many days in 10 years.

Also, I would always absolutely back the supervisor as far as the employees know. Never want to set a precedence of questioning the supervisor. Otherwise you have to deal with it every time they disagree with her. I think you handled it right.

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Well-Known Member

I would not want an employee that was capable of missing 22 days in year. Probably not that many days in 10 years.

Also, I would always absolutely back the supervisor as far as the employees know. Never want to set a precedence of questioning the supervisor. Otherwise you have to deal with it every time they disagree with her. I think you handled it right.

Well-Known Member

Amen to ALL of the above . Time to make the change in employee handbook . " No employee from this date forward shall miss more than 5 days unexcused in any calendar year ."
Disciplinary action up to and including discharge shall follow .
Have each employee sign off and make it stick !! Missing 22 days in less than a year of employment is rediculous unless the employee was in the hospital .
All the Best, Ed

BIG difference cussing the " situation " ( which is what you were doing Rob ) and getting in his face swearing !! You're good to be rid of him . You have time ,money, heart &soul in your business Rob and employees JUST DON'T GET THIS .
Hope it was an easy fix on the truck and awning !!
All the Best, Ed

I would not want an employee that was capable of missing 22 days in year. Probably not that many days in 10 years.

Also, I would always absolutely back the supervisor as far as the employees know. Never want to set a precedence of questioning the supervisor. Otherwise you have to deal with it every time they disagree with her. I think you handled it right.

Honestly he 'found' a loop hole in my handbook. He missed a bunch of days when he first started and he was on the edge of being fired since he could only miss one more. Then he started requesting days off a week a head of time and cause he's an old guy that put in a lot of time somewhere else I let him have it off. My handbook only covers sick and vacation time, nothing on personal days so he got me.

Up until the supervisor incident he's been doing great. Not perfect, but I'm a firm believer in there not being an unlimited supply of workers so I tend to hang on to them longer and try to work with what I have. Unfortunately it takes a while for my kettle to boil so they often get more chances then they should.